An article by Ferrell, Fraedrich, and Ferrell (2013) focuses on the issues surrounding unethical hiring by managers. The rights theory can be applied in the study because every applicant is entitled to a fair recruitment process (Luetge, 2013). According to Ferrell, Fraedrich, and Ferrell (2013), all cadres of applicants must understand their rights during the recruitment process. Despite the strengths of the chosen theory, it has some limitations. It can be argued that the selected theory ignores the importance of “others” (Arntzenius, 2014). As stated, each person has rights. However, these rights at times conflict with the right of others also to exercise their rights.
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It suffices to state that the choice of an approach based on the stated theory impacts the decisions made by organizational leaders related to the selection. As a corporate leader, it is prudent that the choice of approach synchronizes with the organization’s strategy. Thus, one can argue that the hiring process should revolve around the strategic goals of the organization. The premise suggests that the rights theory should be applied mainly to the organization and the needs of the organization compared to the rights and needs of possible employees.
|Advertise the job both internally and externally.|
|Attach the job description in detail.|
|Review each application and select successful candidates.|
|Come up with questions regarding sales and leadership roles.|
|Conduct phone call interviews and make more cuts.|
|Invite all successful applicants for a face-to-face interview.|
|Carry out a reference check on each applicant.|
|Send out an appointment letter to a successful candidate.|
|Send out notification letters to unsuccessful candidates.|
According to the checklist, each candidate is given a fair opportunity during the hiring process. The checklist addresses concerns that might arise before, during, and after interviews. Following the checklist will, thus, indicate that an agreed-upon procedure was followed. Thereby, any legal problems would be easily averted. Ethically, reference checks have to be conducted at each stage of the recruitment process. The candidate with the best reference is then considered successful because they have more people vouching for him or her. The final decision is made after consultations with outside parties.
Arntzenius, F. (2014). Utilitarianism, decision theory and eternity. Philosophical Perspectives, 28(1), 31-58.
Ferrell, L., Fraedrich, J., & Ferrell, O. C. (2013). Business ethics: Ethical decision making and cases (11th ed.). Mason, OH: South-Western Cengage Learning.
Luetge, C. (Ed.). (2013). Handbook of the philosophical foundations of business ethics. New York, NY: Springer.